Assessing age discrimination in workplaces: psychometric exploration of the Workplace Age Discrimination Scale (WADS-G).

In contemporary workplaces characterized by diverse age groups working collaboratively, the assessment of age discrimination as an interpersonal phenomenon has gained heightened significance. This study focuses on adapting and scrutinizing the psychometric properties of the German iteration of the Workplace Age Discrimination Scale (WADS-G). Comprehensive Confirmatory Factor Analysis (CFA) results affirm a robust fit for the unidimensional model. Convergent validity is established through correlations between WADS-G scores and related instruments, while discriminant validity is evidenced by its lack of association with extraversion. Noteworthy findings include a positive correlation with turnover intention and negative correlations with job satisfaction, occupational self-efficacy, and organizational affective commitment. Despite its merits, the predictive efficacy of the WADS-G is notably inferior when juxtaposed with the Workplace Incivility Scale. Its explanatory power for turnover intention is constrained when accounting for variables such as job satisfaction, work environment, neuroticism, and core self-evaluation. Although measurement invariance testing across gender groups reveals scalar to strict measurement invariance, the examination across age groups indicates metric invariance. However, Confirmatory Factor Analyses for the 18-30 and 50+ age groups, central to the research emphasis, reveal suboptimal model fit. These outcomes prompt a nuanced discussion on whether the WADS-G aptly captures age-discriminatory experiences across diverse age and gender cohorts among employees.

Establishing circularity: development and validation of the circular work value scale (CWVS).

Objectives: Addressing the lack of German-language instruments, this study aims to develop a questionnaire that enables the measurement of work values. According to the theory of basic human values (Schwartz, 1992), a culturally fitting questionnaire is validated by covering constructs in the four broader dimensions of Social, Prestige, Intrinsic, and Extrinsic work values. Convergent, discriminant and incremental congruent validity are assessed. Method: Data were collected in a cross-sectional online-based panel survey. Individuals working more than 20 h per week were included (N = 1,049). Using a genetic algorithm, an economical and valid questionnaire was designed to assess work values. Results: The 11 work values are measurable with three items each. They provide a good fit to the data with support for strict measurement invariance. The empirical associations to estimate construct validity overall reflect expected relations to social and individualistic work motives, neuroticism, environmental awareness, and basic values. Furthermore, congruent incremental validity is supported with relations to value congruence of the person-organization fit, and multidimensional scaling supports the assumed theoretical circularity of the work values. Implications: This study developed a questionnaire that enables a theory-based valid measurement of work values. The questionnaire allows practitioners to economically collect information about the value structure of employees or applicants. Future research should consider the development of work values over time and investigate whether more distinctive constructs provide a better fit in the nomological network.

Correction: Measuring psychological capital: Revision of the Compound Psychological Capital Scale (CPC-12).

[This corrects the article DOI: 10.1371/journal.pone.0247114.].

Measuring PERMA+4: validation of the German version of the Positive Functioning at Work Scale.

This study investigates the association between the PERMA+4 model and psychological safety, while also examining the validation of the Positive Functioning at Work (PFW) scale in a German-speaking population. The study discovered strong association between PERMA+4 and psychological safety, which raises important questions and potential concerns regarding the jangle fallacy. Similar to the PERMA model, PERMA+4 should be considered a framework for attaining psychological safety. The German version of the PFW scale demonstrated satisfactory fit with the model, indicating its factorial validity. To gain insights into promoting workplace wellbeing, it is recommended to conduct longitudinal studies to determine whether psychological safety is a cause or result of PERMA+4. This study enhances our understanding of workplace wellbeing and emphasizes the association between PERMA+4 and psychological safety.

Do not make me roll initiative: Assessing the Big Five characteristics of Dungeons & Dragons players in comparison to non-players.

The so-called geek-culture becomes increasingly more mainstream, and its social and economic impact is growing. In contrast, there is very little quantitative psychological research on this subculture and the people immersed in it. The aim of this study was to investigate whether there are differences in the Big Five personality factors between Dungeons & Dragons players and non-players. Within a sample of 801 individuals - 399 Dungeons & Dragon players and 402 non-players - the results indicated that Dungeons & Dragons players show statistically significant higher scores in extraversion as well as in openness to new experiences. Furthermore, we found a statistically significant correlation between Dungeons & Dragons players' scores in extraversion and their character's charisma. The results are in line with more recent findings from Big Five research in the geek-culture and contradict older findings regarding a low extraversion and high neuroticism of Dungeons & Dragon players.

You are simply not funny: Development and validation of a scale to measure failed humor in leadership.

Research has recently established the notion that humor in leadership contributes to the development of a positive professional relationship between leaders and followers. This relationship has been supposed to be the core mechanism via which humor in leadership unfolds its effects on work attitudes and behaviors. However, research has neglected the option that humor used by leaders might fail to amuse their followers. In this study, we investigate the role of failed humor for the relationship between leader and follower. More concretely, we develop a new scale for measuring failed humor in leadership and demonstrate its factorial and criterion-related validity. Using an automated item selection algorithm, we optimized the newly developed scale and derived a well-fitting six-item scale out of a pool of 12 items. In a study based on a sample of 385 employees, we were able to show that our newly developed scale is factorially valid. Moreover, we showed a negative correlation between failed humor and leader-member exchange. Furthermore, we showed incremental validity of failed humor in that failed humor predicted variance in leader-member exchange beyond well-established humor constructs such as affiliative and aggressive humor. Our study contributes to the development of the field of humor in leadership and opens up new options for further inquiry. Moreover, our study demonstrates the use of automated item selection algorithms in the applied field.

A Positive Psychology Resource for Students? Evaluation of the Effectiveness of the 6 Minutes Diary in a Randomized Control Trial.

This study investigated the effects of the 6 Minutes Journal (6MT), a commercial diary combining several positive psychology interventions, including gratitude, goal-setting, and self-affirmation exercises, on several mental health outcome measures. In a randomized controlled trial, university students (N = 157) were randomly assigned to one of two groups: 6MT (n = 77) and a wait list control group (n = 80). Participants in the intervention group were instructed to follow the instructions of the 6MT for 4 weeks. Participants in both groups completed measures of perceived stress, positive and negative affect, self-efficacy and resilience at baseline, after 2 (t1), and 4 (t2) weeks. We used path-analyses with autoregressive and cross-lagged effects to test our hypotheses of the effects of the 6MT. Participants in the intervention group reported decreased levels of perceived stress and negative affect, as well as increased levels of resilience and self-efficacy compared to the control group. Positive affect was not statistically significantly influenced. The data showed a statistically significant increased levels of self-efficacy and resilience only after 4 weeks, suggesting that changing these constructs needs more time. The 6-minute diary does not appear to make individuals fundamentally more positive. However, the intervention may have a protective function against negative influences on well-being.

You're Prettier When You Smile: Construction and Validation of a Questionnaire to Assess Microaggressions Against Women in the Workplace.

Gender microaggressions, especially its subtler forms microinsults and microinvalidations are by definition hard to discern. We aim to construct and validate a scale reflecting two facets of the microaggression taxonomy: microinsults and microinvalidations toward women in the workplace, the MIMI-16. Two studies were conducted (N1 = 500, N2 = 612). Using a genetic algorithm, a 16-item scale was developed and consequently validated via confirmatory factor analyses (CFA) in three separate validation samples. Correlational analyses with organizational outcome measures were performed. The MIMI-16 exhibits good model fit in all validation samples (CFI = 0.936-0.960, TLI = 0.926-0.954, RMSEA = 0.046-0.062, SRMR = 0.042-0.049). Multigroup-CFA suggested strict measurement invariance between all validation samples. Correlations were as expected and indicate internal and external validity. Scholars on gender microaggressions have mostly used qualitative research. With the newly developed MIMI-16 we provide a reliable and valid quantitative instrument to measure gender microaggressions in the workplace.

Validation of the revised Compound PsyCap Scale (CPC-12R) and its measurement invariance across the US and Germany.

The purpose of this study was to validate the English and German versions of the revised Compound PsyCap Scale (CPC-12R) in a US-sample (n = 385) and a sample from Germany (n = 202). The 12-item CPC-12R exhibited the anticipated factorial structure with an excellent model fit in both samples and associations to other constructs concurred with previous findings. A specific aim was to examine the measurement invariance of the CPC-12R across the two countries. Scalar measurement invariance was established. Overall, these findings suggest that the CPC-12R is an economic, valid, reliable, and applicable tool in the US and Germany to assess psychological capital (PsyCap). The scalar measurement invariance highlights the importance of taking cultural background and possible pitfalls for cross-cultural research into account for future PsyCap research.

Genetic and Phenotypic Diversity of Morganella morganii Isolated From Cheese.

The bacterium Morganella morganii can produce the biogenic amines (BA) cadaverine, putrescine, and histamine in vitro and is responsible for high histamine concentrations in fish products. These BA can have toxic effects upon ingestion and are undesired in food. The purpose of this study was to characterize the phenotype and genotype of 11 M. morganii isolated from cheese in regard to the BA formation. In addition, we investigated the phylogeny, trehalose fermentation ability, and antibiotic resistance of the cheese isolates. To do so, we sequenced their genomes using both long and short read technologies. Due to the presence of the trehalose operon and the ability to ferment trehalose, the cheese isolates can be assigned to the subsp. sibonii. Comparative genomics with public available M. morganii genomes shows that the genomes of the cheese isolates cluster together with other subsp. sibonii genomes. All genomes between subsp. morganii and subsp. sibonii are separated by an average nucleotide identity (ANI) of less than 95.0%. Therefore, the subspecies could represent two distinct species. Nine of the strains decarboxylated lysine yielding cadaverine in vitro. This metabolic activity is linked to a previously unknown gene cluster comprising genes encoding a lysine-tRNA ligase (lysS), an HTH-transcriptional regulator (argP), a cadaverine-lysine antiporter (cadB), and a lysine decarboxylase (cadA). The formation of putrescine is linked to the speF gene encoding an ornithine decarboxylase. The gene is disrupted in five strains by an insertion sequence, and these strains only exhibit a weak putrescine production. Antimicrobial susceptibility profiling revealed that all cheese strains are resistant to tetracycline, chloramphenicol, tigecycline, colistin, and ampicillin. These phenotypes, except for colistin which is intrinsic, could be linked to antimicrobial resistance genes located on the chromosome.

Measuring psychological capital: Revision of the Compound Psychological Capital Scale (CPC-12).

This article provides information about the psychometric limitations of the original Compound Psychological Capital Scale (CPC-12) and suggests a revised version CPC-12R, a free-to-use measure of Psychological Capital. The investigation consisted of three studies: two of these identified psychometric limitations of the original scale, and the third presented the revised version of the scale. The first study did not confirm the hypothesized four-factor structure of the CPC-12 on a sample of Czech teachers (n = 282) and found psychometric limitations in the resilience subscale. The second study identified the same problem using secondary analyses of the original data from two samples of German employees (n = 202 and 321 respectively). The third study proposed a revised version of the scale with new items for resilience, and provided support for reliability and factorial validity of the new CPC-12R on a sample of Czech employees (n = 333). CPC-12R demonstrated a better fit to the theoretically supported model of Psychological Capital than CPC-12, and further displays adequate psychometric properties to be recommended for application in both research and practice.

Adaptation and validation of a German version of the Strengths Use and Deficit Correction (SUDCO) questionnaire.

The Strength Use and Deficit Correction (SUDCO) Questionnaire has been shown to be a reliable instrument for the measurement of its four dimensions perceived organizational support for strengths use, perceived organizational support for deficit correction, strengths use behavior, and deficit correction behavior in the context of organizations. This paper aims to adapt and validate the SUDCO for the German-speaking population (SUDCO-G). Three studies were conducted. Confirmatory factor analyses and correlations with other psychological constructs on the data of three German samples (N1 = 302; N2 = 243, N3 = 295) were performed. The twenty-four item SUDCO-G exhibits the anticipated factorial structure with four factors and an acceptable model fit in all three studies (CFI = .920-.937, TLI = .911-.929, RMSEA = .063-.079, SRMR = 0.52-.075). The associations of the four dimensions to other constructs concur with previous findings (study 2) and the subscales of the SUDCO-G also show positive relations with general strengths use, meaning of work and Psychological Capital (study 3). We conclude that the SUDCO-G is a reliable and valid instrument for the use in the German-speaking population.

Stable Protein Sialylation in Physcomitrella.

Recombinantly produced proteins are indispensable tools for medical applications. Since the majority of them are glycoproteins, their N-glycosylation profiles are major determinants for their activity, structural properties and safety. For therapeutical applications, a glycosylation pattern adapted to product and treatment requirements is advantageous. Physcomitrium patens (Physcomitrella, moss) is able to perform highly homogeneous complex-type N-glycosylation. Additionally, it has been glyco-engineered to eliminate plant-specific sugar residues by knock-out of the ß1,2-xylosyltransferase and α1,3-fucosyltransferase genes (Δxt/ft). Furthermore, Physcomitrella meets wide-ranging biopharmaceutical requirements such as GMP compliance, product safety, scalability and outstanding possibilities for precise genome engineering. However, all plants, in contrast to mammals, lack the capability to perform N-glycan sialylation. Since sialic acids are a common terminal modification on human N-glycans, the property to perform N-glycan sialylation is highly desired within the plant-based biopharmaceutical sector. In this study, we present the successful achievement of protein N-glycan sialylation in stably transformed Physcomitrella. The sialylation ability was achieved in a Δxt/ft moss line by stable expression of seven mammalian coding sequences combined with targeted organelle-specific localization of the encoded enzymes responsible for the generation of ß1,4-galactosylated acceptor N-glycans as well as the synthesis, activation, transport and transfer of sialic acid. Production of free (Neu5Ac) and activated (CMP-Neu5Ac) sialic acid was proven. The glycosidic anchor for the attachment of terminal sialic acid was generated by the introduction of a chimeric human ß1,4-galactosyltransferase gene under the simultaneous knock-out of the gene encoding the endogenous ß1,3-galactosyltransferase. Functional complex-type N-glycan sialylation was confirmed via mass spectrometric analysis of a stably co-expressed recombinant human protein.

Comparative organizational research starts with sound measurement: Validity and invariance of Turker's corporate social responsibility scale in five cross-cultural samples.

As organizational research turned its focus to Corporate Social Responsibility (CSR), interest also grew in the individual's perspective on CSR. When looking for cross-cultural comparisons of the effects of CSR, measurement invariance is of utter importance as a questionnaire might not be equivalent in all investigated samples and thus bias results. We examined a previously published questionnaire assessing different aspects of personal CSR ratings. Factorial validity and measurement invariance was tested by means of confirmatory factor analysis and Bayesian structural equation modeling in five samples (total N = 1120): 2 US-American, 2 German, and 1 English-speaking Indian sample. In an exploratory-confirmatory approach, the originally proposed factor structure was altered to finally comprise four facets of CSR: employee-related CSR, environmental CSR, philanthropy and customer-related CSR. Measurement invariance tests showed evidence for small differences of the English and German version as well as significant divergences of the measurement model in the Indian sample. In conclusion, we show the validity of the questionnaire for a circumscribed Western context but are hesitant about further transfers. Future research on perception of CSR in non-western contexts might depend on new and tailored questionnaires.

Positive organizational behavior: Longitudinal effects on subjective well-being.

Increasing individual subjective well-being has various positive outcomes, knowledge about its antecedents and the mediators of this relationship can therefore help to increase subjective well-being and the accompanying positive effects. The more future oriented facets of psychological capital, i.e. optimism, hope and self-efficacy have been shown in several studies to be positively related to subjective well-being and negatively to ill-being. Furthermore, recent studies suggest coping strategies as mediators for these relationships. In our study, we examined the longitudinal relation of optimism, hope and self-efficacy with subjective well-being and ill-being in a German panel dataset and tested the mediating effect of flexible goal adjustment in a path model. Our results show a statistically significant positive effect of self-efficacy and optimism on subjective well-being as well as a statistically significant negative effect of optimism on depression over three years. All three predictors show a statistically significant relation with flexible goal adjustment, but flexible goal adjustment did not mediate the effect on subjective well-being or depression.

Factors related to work and life satisfaction of veterinary practitioners in Germany.

OBJECTIVES: Veterinary practitioners' working situation is both challenging and changing. They have higher levels of work-related stress and suicide risk than the general population. The proportion of women is increasing, and in Germany especially women and employed veterinarians are reported to be less satisfied than comparable subgroups of the general population. In this study we identified key factors associated with work and life satisfaction among veterinary practitioners in Germany. DESIGN: Questionnaire-based cross-sectional survey. SETTING: All veterinary practitioners registered in Germany in 2016. PARTICIPANTS: There were 2549 respondents, of whom 1930 met the inclusion criteria for further analysis. They had a median age of 37 and the majority of respondents were women (79.3 per cent). Almost two-thirds (63.8 per cent) worked as employed veterinarian. PRIMARY OUTCOMES: Importance of different job characteristics measured in 5-point Likert items, work satisfaction measured on a 5-point Likert item and life satisfaction measured in 11-point Likert items. SECONDARY OUTCOMES: Facets such as satisfaction with leisure time, family life, health and standard of living, information on working conditions such as working time, income, as well as year of birth and other demographic data. RESULTS: A 'good working atmosphere' was the most relevant job characteristic for all veterinary practitioners. Work satisfaction of employed practitioners is closely linked to satisfaction with their colleagues. This link is less pronounced for self-employed practitioners. A 'reasonable salary' was the second and 'holidays and leisure time' was the third most important job characteristics for employed practitioners. A 'good working atmosphere' and 'family friendly arrangements' were statistically significantly more important for women than for men, while a 'reasonable salary' was more important for men. CONCLUSIONS: Our results indicate strong associations between levels of work satisfaction and various work-related factors in subgroups of veterinary practitioners in Germany that reduce life satisfaction. The strength of some associations differs between men and women, as well as between self-employed and employed veterinarians. Outgoing students should be better prepared for the challenging working conditions that they face in veterinary practice. Salary levels should be improved and the working conditions adapted to the respective subgroups in order to increase work and life satisfaction.

Measuring Psychological Capital: Construction and Validation of the Compound PsyCap Scale (CPC-12).

With the Psychological Capital Questionnaire (PCQ) being the standard measure to assess psychological capital (PsyCap) in the context of organizations, this paper aims to broaden this domain-specific approach by introducing a measure with universal claim. Two studies were conducted to create and validate a German self-report scale (CPC-12) measuring PsyCap. We performed confirmatory factor analyses and correlations with other positive psychological constructs on the data of two German samples (N1 = 321; N2 = 202). The twelve-item CPC-12 exhibits the anticipated factorial structure with a very good model fit and associations to other constructs concur with previous findings with other measures of PsyCap.

Autism and Overcoming Job Barriers: Comparing Job-Related Barriers and Possible Solutions in and outside of Autism-Specific Employment.

The aim of this study was to discover how individuals with autism succeed in entering the job market. We therefore sought to identify expected and occurred barriers, keeping them from taking up and staying in employment as well as to identify the solutions used to overcome these barriers. Sixty-six employed individuals with autism--17 of them with autism-specific employment--participated in an online survey. Results showed a variety of possible barriers. Individuals in autism-specific employment named formality problems--problems with organizational and practical process-related aspects of the job entry--most frequently while individuals in non-autism-specific employment mentioned social problems--obstacles concerning communication and human interaction--most. In terms of solutions, both groups used their own resources as much as external help, but differed in their specific strategies. In addition, correlations of an autism-specific employment with general and occupational self-efficacy as well as life and job satisfaction were examined. Possible implications of the results are discussed with regard to problem solving behavior and the use of strengths.

Spatio-temporal patterning of arginyl-tRNA protein transferase (ATE) contributes to gametophytic development in a moss.

The importance of the arginyl-tRNA protein transferase (ATE), the enzyme mediating post-translation arginylation of proteins in the N-end rule degradation (NERD) pathway of protein stability, was analysed in Physcomitrella patens and compared to its known functions in other eukaryotes. We characterize ATE:GUS reporter lines as well as ATE mutants in P. patens to study the impact and function of arginylation on moss development and physiology. ATE protein abundance is spatially and temporally regulated in P. patens by hormones and light and is highly abundant in meristematic cells. Further, the amount of ATE transcript is regulated during abscisic acid signalling and downstream of auxin signalling. Loss-of-function mutants exhibit defects at various levels, most severely in developing gametophores, in chloroplast starch accumulation and senescence. Thus, arginylation is necessary for moss gametophyte development, in contrast to the situation in flowering plants. Our analysis further substantiates the conservation of the N-end rule pathway components in land plants and highlights lineage-specific features. We introduce moss as a model system to characterize the role of the NERD pathway as an additional layer of complexity in eukaryotic development.